Archives for posts with tag: employer

 

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I’ve written a lot about Yelp.

Why I think Yelp’s business model is flawed, how I’ve pretty much come to terms with Yelp on a daily basis, and how to defend yourself from Yelp Bombing when things really go wrong. However, there is a new review demon out there, and they are making all the same mistakes as Yelp and the other review sites, but unfortunately, they also are adding a raft of new ones. This is the rise of the job boards allowing for reviews of employers from “in theory” former employees.

Indeed.com, and Glassdoor.com, are the two that have recently come to my attention, but I am sure there are other sites going down this road and it is such a flawed idea that it is actually quite amazing that it got past the development stage.

Glassdoor, is a site whose purpose is attract reviews of employers by former or current employees. They actually do a reasonable job of allowing a platform for employers to promote what they do, the benefits they offer, and the company culture. Glassdoor also state that they perform checks to ensure that reviews are genuinely from employees, have a flagging system for reviews with issues, and also have a platform for companies to respond. Glassdoor also offers companies the opportunity to place job ads through their system as a source of revenue – if not the only the only one.

Indeed.com has followed a slightly different path. They have an extremely successful job posting board, with fantastic SEO properties at a reasonable cost. I’ve used Indeed.com for years. However, Indeed.com now offers users of their site to review employers.
So, what is the problem with job sites allowing for the reviewing of employers?

Let’s, for a moment, think about those who go to job board sites on their free time. By definition, those people are either out of work or looking for work so they can leave their existing job. There is absolutely no reason for a happy and content employee to visit one of these sites. This is in stark contrast to Yelp and other consumer view sites. People tend to have just one job, but everyone uses multiple businesses every day. Therefore, the majority of people in a position to review on a jobs site are those who have either chosen to leave, or who have been terminated from a job. The number of terminated employees who have warm feelings towards their former employer, regardless of the right or wrong of their termination, are pretty minimal. There is a reason that it is against Yelp’s terms of service for former employees to review a business they used to be employed by.
Reviews are anonymous. It’s hard to respond to a review that states “I was wrongly terminated” other than with the most generic of responses when you have no idea who the employee might be.

In addition, most HR departments and employers decline to give any kind of review about an employee’s employment due to the legal consequences of doing so. It’s hard to see these kind of reviews as anything other than an attempt to entrap an employer. Much like Yelp and the other online review sites, the sample volume is pitiful – only more so. If an employer has 200 employees, but only three reviews, how is that in anyway a representative sampling.

Finally, employers are the ones being asked to pay for this system. What is in it for employers? Sure, great reviews might help attract new talent, but not in a system that seems geared towards creating bad reviews. Indeed.com, for example, at the time of this writing has no flagging system for bad reviews and no way of communicating about a review other than sending an email to Indeed.com’s main customer service department. Indeed.com’s reps, much like Yelp.com’s reps, state there is nothing they can do about a product they are asking employers to pay for.

Now gaming this system would be a pretty straight forward process. These sites are actually asking for employees (current and past) to review their employer and unscrupulous employers can bring pressure to bear on employees, whether perceived or actual. But then what is the point? If the sites want genuine reviews, this is not how you go about getting them – it might not even be possible. There is a reason why LinkedIn, for all its faults, has never gone down this road other than with personal endorsements. You can read a lot into a lack of endorsements on LinkedIn.

Because of the legal climate, former employees get little in the way of references from the majority of employers. It could be that if both employers and employees genuinely want an open review ecosystem then that could be possible. But that would mean that employers would have to be free to review former employees. That is not going to happen any time soon and I’m not sure anyone wants to see what kind of bloodbath that would cause.

Company reviews from jobsites, as they currently stand, are untrustworthy at best, and perhaps a platform for dishonesty and disingenuous communication. They should be treated with scorn by both employers, who are being asked to pay for them, and jobseekers to whom they do a disservice.

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As a manager, you are never going to please everyone.

Some might even argue that if you do, you are not doing your job correctly. You will be called upon to discipline and even terminate employees, some of whom you might consider friends if you no longer had to manage them, and who may already consider you a friend. That is until you fire them – no friendship survives that.  Moreover, a portion of your job is to stick your head above the parapet wall and take the pot shots that people send your way: customers and employees alike. You may well take the wrap for decisions that other stakeholders, and even the courts, have made and the people you work with will almost certainly never know about the arguments that you have won to protect their interests.

If you are someone who values internal culture, like I am, then you have the added concern of trying to make any piece of feedback positive. Gone are the days, for the most part, of managers losing their tempers and yelling at the people the work with. I won’t say that I have never lost my temper at a member of staff but I have made sure to apologize afterwards and I have always felt that loosing one’s temper is counterproductive: If it actually hurts what I’ve trying to achieve then what is the point? Management is hard, we are all over worked, underappreciated, our hands are often tied, and the goal posts are always shifting. However, the rewards make it worth it: financial, recognition of your peers, and the sense of achievement when you see both people and businesses grow.

And then there are things like this:

“I loved the actual job here. Worked here for almost a year. If you could rise above petty back-stabbing and the fact people would be super nice to your face, and cut you down in a heartbeat behind your back, then it was a great job. Hospital chief administrator suffered from Little Big Man syndrome and needed to be avoided at all costs – unless you wanted your day ruined, as he was always incapable of saying anything nice, and preferred to berate – even if praise was his intention! Some of the doctors were difficult, but most were really great to work with. Overall, if you have thick skin, this was a good place to work – but no benefits other than an employee discount for vet services.

Ouch.

Other than the obvious of “what else would you expect a terminated employee to say?” What else can be learned from this from a management perspective? What can I learn from this since I feature so prominently?

Well yes, I am short – well spotted. Not much I can do about that. I guess you could argue that as someone of limited stature I have to be additionally careful to not appear angry so as to not play into the stereotype. As noted above, this is actually in my own interests anyway but a helpful reminder that I need to live up to my own standards.

If I am to be avoided, then that is actually pretty difficult. I try very hard to check in with every employee on both shifts every day and I am obviously sorry they felt this way. I think the comment of being “incapable of saying anything nice, and preferred to berate” is a little harsh. We, as an employer and I personally, have put a number of programs in place to improve and celebrate employee recognition. However, I will admit, that I do need to praise more in person than I currently do. Most managers do suffer from this and it is probably one of the more difficult aspects of the job. It is particularly hard when you have an employee who is not doing anything particularly wrong, but also not doing anything particularly exceptional. Since the above quote is from an anonymous post it is difficult to know for sure anything about this former employee, but as a general takeaway I think this rings true.

A “reading between the lines” insight, and backed up by some feedback from former employees who are now friends (see I’m not all bad) is that there is perhaps a lack of trust at times. A feeling that I did not have the employee’s “back.” This is probably a feature of trying to make customer service central to what we do. If a customer complains about an employee or the service they delivered, unless the claim is outrageous, I will probably try to make to client happy. This can certainly be interpreted as taking the side of the customer instead of the employee. It shouldn’t – I’m trying to protect the business and therefore indirectly the employee. If I feel there is an issue to be addressed with the employee, I will address it separately; however, it is easy to see how this issue arises and perhaps I need to do a better job of dealing with this unintended tension.    

As a final note, it is interesting that this former employee felt that discounted vet services was all the benefits that were on offer. I would take away from this that I needed to do a better job of explaining the other things that formed our benefits package.   

I don’t want a lot of reviews like this – nobody does. But the same rules apply to bad reviews about yourself as to bad reviews about your business. They are an opportunity to get feedback that you would not otherwise be able to receive. And while anonymous former employee reviews are even more unfair than anonymous customer reviews, due to the legal issues involved, a little self-examination is not a bad thing. If nothing else, it hopefully made for an interesting blog post.

Is is just me, or is hiring getting more difficult due the bad behavior of the un (or under) employed?

I mean I get it, and employers are partly to blame, looking for a job can really suck. Employers rarely respond to applications (guilty), some employers insist on their own applications rather an accepting a resume, interviews are time consuming, and wages in some fields are stagnant.

However, none of the above explains some horrendous behaviors I have seen – in particular in the last year or so.
“Obviously you did not read the resume – good luck to you.” A message from an applicant after receiving a rejection email because they were totally unsuitable for position.

“Hi I’m very interested in the position, although I do not have any experience, could you call me back with more information?” A phone message from candidate replying to ad that clearly stated “NO PHONE CALLS.” I have 100 applications on my desk, if everyone does this I’ll do nothing else for days.

Harassing an employer with voicemails telling them that you are obviously the best person for the job and how dare they not hire you because you probably know more than they do. – Yes, this actually happened to me.

Replies to ads that directly contradict what is being asked for. – I don’t think I need to explain this.

Companies, or consultants, replying to ads for full time employees. – Please don’t assume I don’t know what I’m doing. If my ad explicitly states that telecommuting is not an option, an outside contractor is even less likely.

LinkedIn invites after an interview for an entry level position.- This is not going to get you the job and just makes things weird.

Not showing up – really! You accept an invite for an interview and then do not have the courtesy to call and cancel?

Photos on your resume. – We get it, you think you’re hot, but it really just makes most managers uncomfortable. It makes me uncomfortable.

Resumes in weird formats. – When did a PDF become so hard to create? Those of us who get a lot of email everyday are very wary of opening attachments from people we don’t know, but PDFs are a necessary evil for the most part. Word files are annoying but I guess I’ll live with it. Wps files? Google doc files? Jpegs? Screen shots from your phone? I get it you don’t have a computer, and are using your phone, but there are better ways. Just looks lazy.

Bringing a coffee or energy drink into the interview with you. – I’m sorry to get in the way of your morning routine, but I may be your future employer. Or not.

Dressing inappropriately. – It is an interview, not a nightclub, or a trip to the store on a Sunday morning, or a day at the beach.

Now a lot of managers blame the Millennial phenomenon for the above behaviors ; however, I’m not so sure. For one I’m not a big believer in the Millennials being that different from everyone else. They just happen to be young people who are not shy about saying what they want. And a lot of the above behaviors have come from people who do not fit into the generally agreed upon Millennial age bracket. I do think there are cultural things afoot, however, that transcend age. A lowering of the value of work, and generally a misunderstanding of a value of first impressions for starters.

As Tyler Durden from Fight Club might say: “you are not a beautiful and unique snowflake.”

If you want to impress an employer, try professionalism. There are so few practicing it that it will make you easily stand out

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